Community Concessions | Report From Consultation Meeting

06 June 2019

On 29 May 2019, PSA Team Leader, Organising and PSA Worksite Representatives met with senior management to raise issues that had been identified by members about the proposed new structure of Community Concessions.

Below is a summary of the outcomes.

1. The increased complexity of the role of staff whose prime duties are working on the phones.
In recognition that the work of the team has changed, there is a commitment to train staff, monitor and consult about the work as it proceeds. Part of the role of the new team leaders is to monitor the work and adapt the KPIs to ensure staff are not overloaded. The regular consultative meetings will have this as an agenda item so that staff can raise concerns about the complexity of work if needed.

2. No ASO2 role descriptions have been made available.
The ASO2 role descriptions will not change so there was no need to provide a copy at this stage. The PSA will receive the role descriptions for the newly created Team Leader positions.

3. Classification Issues.
The PSA flagged the intention to review the work of ASO2 staff in the new structure in order to determine if there is an argument for reclassification of staff.

The PSA raised concerns about the lack of ASO3 positions in the structure. Management assured the PSA there would be opportunities for acting up to ASO4 roles for short term vacancies and that a number of other ASO3 roles also exist in ConcessionsSA, which also present backfill opportunities.

4. Contract Staff and staff who have been in acting positions.
The PSA was assured that the substantive classifications for all staff had been confirmed. Some staff were on contract because the funding was temporary.

There are currently vacant roles but these will need to be offered to redeployees, materially affected staff and work injured staff before they can be offered to the current contract staff.

5. Staff reduction.
There will be nine fewer staff in the new structure. This will occur by contract staff not having their contracts renewed due to the funding being temporary.

6. Workload
ConcessionsSA management has committed to an on-going assessment of workload and a flexible approach to KPIs for staff. Workload will be added to the agenda of the consultative committee as a regular item.

7. Process and Transition Principles
Positions will be filled in line with Departmental policy and processes. This includes the necessity to place materially affected staff and redeployees as a priority.

8. Flexible working hours, flex time.
ConcessionsSA management has committed to providing clear and consistent information about flexible arrangements for staff. The organisation is committed to workplace flexibility, in consideration of operational requirements.

9. Processes.
There was clarification that the definition of complexity differs from standard escalation processes, which shall continue. The use of the term ‘complexity’ relates to the task, not the person, and ConcessionsSA management agreed to clarify terms and standard procedures for staff.

There are currently vacant roles but these will need to be offered to redeployees, materially affected staff and work injured staff before they can be offered to the current contract staff.